How Inclusive Is India Inc.?

Companies have the intent to hire people with varied sexual orientations, physical disabilities and neuro diversities. However, only the top firms are walking the talk.

- AJITA SHASHIDHAR

IN DECEMBER 2021, Tata Steel’s west Bokaro division was looking for 20 heavy earth moving machinery operators at its mining site. The HR manager decided to give an opportunity to the local transgender community to become a part of the organised workforce. He invited them to the site and got them to interact with members of the workers’ union who, to his surprise, were open to the idea of members from the transgender community as peers. After qualifying an entry-level test, 14 transgenders joined the workforce. Since then, the ₹2.43 lakh crore steel major has over 100 transgender employees across locations, the most recent hiring being 12 crane operating trainees at the company’s Kalinganagar plant.

“Their performance is equal if not better than the men folk, but more importantly, a lot of myths have got broken and the journey has taken off very well,” says Jaya Singh Panda, chief learning & development and chief diversity officer, Tata Steel. The company has also invested to help them settle into the workforce. From tweaking insurance policies to support sex-affirmation surgeries to sensitising employees to the needs of the community, and even streamlining processes such as how they would be treated by doctors at the health centre, Tata Steel has created a detailed playbook.

Another initiative by the company to push gender diversity beyond women is Kyoorious, a case study-based contest conducted in business schools and technical schools for people from the LGBTQ+ community. Last year, it received 500 applications, out of which 10 students were given internships. Eventually, three got placed in the organisation. “This year, Kyoorious has already received 1,600 application,” points out Panda.